Accommodating persons with disabilities

The medical statement must contain a diagnosis, prognosis, and a description of the specific impairment(s), the major life functions or activities affected by the impairment, and the degree of limitation to those functions and activities caused by the impairment. System Administration will be unable to make a determination on a request for accommodation unless all the requested medical information is provided.The employee may be asked to submit additional medical information if the information provided is incomplete, unclear, or inconsistent. 8.3 The Office of Employee Services will analyze the request and confer with the employee to ascertain the employee's requirements and input on the requested accommodation, and will provide a written recommendation concerning the request for reasonable accommodation no later than 15 workdays following the receipt of required medical documentation to the applicable Executive Vice Chancellor or Vice Chancellor.

The duty to accommodate is most often applied in situations involving persons with physical or mental disability but it also applies to all other grounds covered by the Canadian Human Rights Act, for example: Please note: Different jurisdictions may have different interpretations about the duty to accommodate.

It is important to check with your provincial/territorial Human Rights Commission.

John Dorland, has been delivering diversity and inclusion awareness training for more than 15 years.

John worked for more than 30 years in a variety of sales and marketing, human resources, communications and public relations roles with a major multi-national telecommunications organization.

A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).